Reply to Situational leadership Case study

Reply to Situational leadership Case study

Reply to Situational leadership Case study. This assignment is a little complicated. I uploaded my group 2 case study i am a part of group 2 and i have to answer one member of group 1 and group 3 after they answered my group and now i have to answer them back based on what they said about my group case study.

Each individual member of Group 2: Review and respond to the threads posted by the members of Groups 1, 3, and 4. Analyze the suggestions they offer, and relate them to the work you have done. Identify strengths and weaknesses of applying other categories of leadership to your case study. Offer further explanation as needed in response to the other group members’ questions.

Amanda from group 3

Response to Group 2

Group 2, great work on your case about situational leadership. It is clear that the group clearly understood situational leadership and how this can be applied to the case study. A weakness of this paper I believe deals with the background of situational leadership. It is important to state how this leadership style came to be an important leadership style. Situational leadership approaches embrace an ethos of flexibility recognizing that situations change, and new needs emerge. This style utilizes a range of approaches and styles that are relevant to different situations as they arise of the course of the day (Walls, 2019).

Regarding the strengths, your group did a great job of summarizing the case study so that the readers can identify the issues without having to read the actual case study. It is evident that Mr. Anderson even though he had great intentions, went about the meeting incorrectly from the start. The first mistake that I see is only allowing those with advanced degrees to attend the meeting. Just because you have advanced degrees does not make you a great leader or manager. For example, I have my MBA and I am currently pursuing my DBA. With my advanced degrees, this puts me ahead of most of my coworkers and even my current supervisor. Just because I have these advanced degrees it should not provide me with special attention or even make me qualified as a good leader.

Another mistake was not providing the class with an outline of the training session. This would have allowed those that attended to see the agenda as well as the provided breaks. Mr. Anderson also should have surveyed the group from the start to see if there was anything they wanted to go over. This would have been essential because then he could have spoken about topics that the audience wanted to hear. Engagement is essential no matter the instance. This is illustrated in the Bible when it states, “two are better than one, because they have a good reward for their toil” (English Standard Version, 2016, Ecclesiastes 4:9). This symbolizes the concept that engagement is critical because when putting two or multiple minds together, the reward is much greater. If Mr. Anderson were to ask the members of the training session what they were interested in or what they intended to learn, this would have kept them in the training session and interested, instead of them leaving the training sessions.

Lastly, Mr. Anderson made a huge mistake by not enforcing attendance. This allowed the members to come and go as they please which interpreted not only himself but the other participants. When my agency puts on training sessions, we are required to sign in when class starts and when class resumes after the lunch break. If we do not sign in at both times, we are not given training credits for that class. This is something that Mr. Anderson should have done because it enforces responsibility and fewer distractions.

When applying this leadership style to that which my group was responsible for, I believe it could be applied to both cases. For example, in our group study, we focused on transformational leadership in which the case study illustrated how it was not done properly. Transformational leadership deals with the leader recognizing that the leader encourages employees to alter their attitudes, beliefs, and values (Yizhong et al., 2019). Mr. Anderson could have used transformational leadership with his training seminars because it would have allowed him to change the attitudes and beliefs of those that attended the meeting. With using situational leadership in my group’s case study, this would have allowed the newly hired president Harold to see the situation and then handle it once he understood the whole picture.

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Reply to Situational leadership Case study

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